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Woman boss series and woman boss posts on social media that portray women in stereotypically male professions have attracted scholarly attention. The positive effects of this content on adolescents over time are unclear. This study helped fill this gap by examining the within-person reciprocal relations between exposure to woman boss series and posts and adolescents' beliefs about the male vs. female division of professional tasks according to traditional gender stereotypes (which was labeled as professional sexism). We examined the mediating role of the perceived utility of such content and the moderating roles of hypergender identity and knowing women in counter-stereotypical professions offline. A total of 1,286 late adolescents (Mage = 18.33, SD = 0.64) participated in a three-wave longitudinal study with a four-month time interval. The findings indicated positive but inconsistent within-person associations between professional sexism and the perceived utility of woman boss series. The results supported the moderating role of knowing women in atypical professions; that is, the perceived utility of woman boss posts on social media in Wave 2 related to professional sexism in Wave 3. The direction of the association changed when considering the extent to which adolescents knew women in atypical professions. Implications for how parents, teachers, and academic school counselors may talk with adolescents about women who are portrayed in atypical occupations in TV series and on social media are discussed. [ABSTRACT FROM AUTHOR]

Sexual harassment is more prevalent for women supervisors than for women employees. This pattern holds in the three countries we studied – the United States, Japan, and Sweden – where women supervisors are between 30 to 100 percent more likely to have been sexually harassed in the last twelve months. Among supervisors, the risk is larger in lower- and mid-level positions of leadership and when subordinates are mostly male. We also find that harassment of women supervisors happens despite their greater likelihood of taking action against the abuser, and that supervisors face more professional and social retaliation after their harassment experience. We conclude that sexual harassment is a workplace hazard that raises the costs for women to pursue leadership ambitions and, in turn, reinforces gender gaps in income, status, and voice. [ABSTRACT FROM AUTHOR]

This study examines the relationship between various aspects of female labor participation and people's family role attitudes. Following exposure theory, we expect that individuals may adopt more egalitarian family roles as they are more often exposed to employed women because it dispels negative ideas about women's capabilities and brings them into contact with nontraditional networks. This study provides an elaborate test by examining the role of exposure to female colleagues and supervisors in three contexts: workplaces, occupational sectors, and countries. We found that the number of female colleagues at work and in occupational sectors was positively related to egalitarian family roles of employed men. Our study further showed that this positive relationship between exposure to female colleagues at work and men's egalitarian family roles was weaker in female-dominated sectors. Remarkably, exposure to national female labor participation was not significantly related to the family roles of employed women. [ABSTRACT FROM AUTHOR]

This paper discusses the characteristics of women discipline supervisors in the Arab education system in Israel, through their professional development to their attainment of senior supervisory posts. It examines how they attain supervision posts and perform various managerial functions in what is considered a male role, in a patriarchal society, highlighting changes they introduce. In-depth interviews elucidated the life stories of four women supervisors in the Arab education system in Israel. Findings point up the need for a policy of gender equality in role appointments, and the need for mentoring and support to encourage women to undertake senior roles in education. [ABSTRACT FROM AUTHOR]

Power is at the core of feminist theories of sexual harassment, although it has rarely been measured directly in terms of workplace authority. Popular characterizations portray male supervisors harassing female subordinates, but power-threat theories suggest that women in authority may be more frequent targets. This article analyzes longitudinal survey data and qualitative interviews from the Youth Development Study to test this idea and to delineate why and how supervisory authority, gender nonconformity, and workplace sex ratios affect harassment. Relative to nonsupervisors, female supervisors are more likely to report harassing behaviors and to define their experiences as sexual harassment. Sexual harassment can serve as an equalizer against women in power, motivated more by control and domination than by sexual desire. Interviews point to social isolation as a mechanism linking harassment to gender nonconformity and women’s authority, particularly in male-dominated work settings. [ABSTRACT FROM PUBLISHER]

Using Swedish panel data, we assess whether the gender gap in supervisory authority has changed during the period 1968-2000, and investigate to what extent the gap can be attributed to gender-specific consequences of family formation. The results indicate that the gap has narrowed modestly during the period, and that the life-event of parenthood is a major cause. As long as women and men are childless and single, the gender gap in supervisory authority is marginal, even reversed. When men become fathers, however, they strongly increase their chances for supervisory authority whereas women's chances remain unaffected when they become mothers. We also find a male “marriage premium” on workplace authority, but this premium is generated by selection. [ABSTRACT FROM PUBLISHER]

The article throws light on gender, class and work as perceived by women factory inspectors in progressive era Massachusetts. Beginning in the late 1880s, an alliance of working women and middle- and upper-class women reformers in the U.S. began a campaign for the appointment of women as state factory inspectors. This campaign was first successful in Illinois, where, in 1889, Florence Kelley of Hull House was appointed as an inspector, and in New York in 1890. In 1891, after a similar campaign, two female factory inspectors were also appointed to the, then all-male, inspection force in Massachusetts. Most women's historians now agree that the essentialism previously used to analyze women's experience is too simplistic. Race, class, marital status, religion and sexual preference all combine to complicate generalizations typically based on the lives of white, middle-class women.

While the link between pregnancy and therapy has been studied, it appears to have remained largely unexplored in the field of supervision. This preliminary research examines the effect of the supervisor's pregnancy on her supervisees and on the supervisory process. The findings of this study Indicate that pregnancy affects both supervisees and their supervisor, as she is perceived by them. This effect undergoes transformation during the pregnancy process and is particularly salient during the transition from the initially "hidden" pregnancy to its recognition, when it is revealed and discussed between supervisor and supervisee. This paper deals with ways to enlist the pregnancy to promote the process of learning and supervision. It also suggests the possible Implications of this research for general principles of supervision, particularly with regard to events that Intrude on the normal supervision process. [ABSTRACT FROM AUTHOR]

This article focuses on the significance of postgraduate supervisory practices in enhancing the role of women in society. Discussion on postgraduate pedagogy and feminist methodologies; Relationship between supervisor and student during candidature; Applicability of higher education/learning to women.

This report of a spring 1995 study involving 78 female MSW students at the University of Georgia compares the degrees of satisfaction with field practicum supervision of those with female and male field instructors respectively, using previously published measures of supervision satisfaction. One statistically significant but practically unimportant difference was revealed favoring male supervisors. The results are discussed in terms of past literature on gender in clinical supervision; areas for future research are also suggested. The little existing empirical research appears to support a gender-neutral policy for matching MSW students with practicum supervisors. [ABSTRACT FROM AUTHOR]

The article deals with a study which explored workers' satisfaction with their female supervisors. Much speculation exists regarding how men and women feel about working with and for women, but no empirical study has been done to support this speculation. One research study found that men obtain fewer responses in interviewing than women, and female interviewers obtain the highest responses from men, except in situations in which the interviewer and interviewee were both young. Another study that did not explore sex variables directly found that dissimilarity of the parties in an interview led to greater verbal accessibility. Social work has lagged behind other disciplines in investigating and documenting expectations and performance that are based on sex-role stereotypes of men and women in organizational positions. The research to be reported in this article was undertaken, therefore, to explore sex-role issues in social work supervision. It considered the effect of the sex of the supervisor and supervisee on a number of variables related to workers' satisfaction with and interaction in supervision.

Focuses on the results of a study regarding the experience of individual staff and patients on a general medical ward in a trust in Great Britain as of September 2005. Struggle of the staff to deliver better hospital food; Amount of the daily food budget of a patient; Importance of the role of modern matrons in improving hospital food.

Compares the work and career experiences of Filipino professional and managerial women with men and women supervisors. Data from women working in banking and financial services and the fashion and cosmetic sectors; Finding that sex of supervisor is not associated with Filipino women's work and career experiences.

The emergence of counseling supervision as a professional specialty is reviewed, the need for standards of training and practice is explained, and the process by which the "Standards for Counseling Supervisors" came into existence is described. Current and potential options for their implementation are discussed. [ABSTRACT FROM AUTHOR]